Dallas Area Rapid Transit, TX: Compensation Consultant Services

Evergreen Solutions was retained by Dallas Area Rapid Transit (DART) to provide Compensation Consultant Services. DART is a public transportation agency providing an assortment of transportation services to thirteen (13) cities in the Dallas, Texas metroplex. Evergreen provided job evaluation information questionnaires and electronically created job descriptions or classifications from the provided information. Evergreen updated information into DART’s job description database system, and submitted the updated job descriptions through its online workflow system. Evergreen reviewed, determined, and recommended revised rules, policies, and procedures in anticipation of and based on the proposed rule change regarding overtime compensation and reviewed all job descriptions and determined exempt or non-exempt status based on FLSA guidelines. Evergreen also reviewed and validated DART’s career ladder program and made recommendations for any necessary modifications. Upon approval of the job description review and update, Evergreen made recommendations for a sustainable compensation system that would ensure recruitment and retention of a quality public sector transit workforce, based on compensation benchmarking with comparable mid-sized employers, and comparable mid-sized transit agencies in the Texas, Southern region, and national markets.

Southwest Florida Water Management District: FLSA Audits and Salary Survey

Evergreen Solutions was retained by the Southwest Florida Water Management District to conduct a salary survey and provide FLSA determinations for 52 positions. Following project kickoff, Evergreen worked with SWFWMD to identify appropriate benchmarks and targets for the salary survey; conducted an external analysis of market peer compensation; and finally, provided details on positions to be adjusted based on market data where necessary. In addition, Evergreen reviewed the FLSA status of each position and determined appropriate exemption status given each position’s duties and salary level, as well as the Department of Labor’s rule changes for FLSA determinations as of December 2016.

CareerSource Pinellas, FL: Salary Survey

Evergreen Solutions was engaged with CareerSource Pinellas to conduct a Salary Survey. Evergreen analyzed local and national market data taken from peer organizations to determine the appropriate compensation levels for benchmark positions.

Cape Fear Public Utility Authority, NC: Classification and Compensation Study

The Cape Fear Public Utility Authority (CFPUA) was again hired Evergreen Solutions to conduct a classification and compensation study to determine CFPUA’s relative market position with respect to compensation. The study included a classification analysis using Evergreen’s Job Assessment Tool job valuation methodology in addition to a statistical assessment of current conditions.

The study included recommendations to resolve any inequities in the classification and compensation system and, if necessary, updated the existing system that will: easily accommodate organization change and growth; be based upon sound compensation principles in which both internal and external equity were considered within the pay structure as well as the concepts of equal pay for equal work, equal pay for similar work, and equal pay for comparable work; and provided for new positions to be incorporated into the compensation plan as well as appropriate adjustments to maintain the compensation plan’s effectiveness. Evergreen also provided a procedural manual and training for Human Resources employees to maintain the recommended classification and compensation plan.

Land-of-Sky Regional Council, NC: Performance Audit

Evergreen Solutions was hired by the Land-of-Sky Regional Council in North Carolina to conduct an Efficiency and Effectiveness Study. The foundation of Evergreen’s approach to conducting this study centers in the simple premise of aligning needs with resources in an optimal manner. Strategic needs were the main driving force for the Council in examining its direction and alignment. Strategic needs included the expectations of citizens, the needs of the community, and the relative resources available to the Council.

In conducting the performance audit, Evergreen consultant’s assessed the organizational effectiveness and operational performance levels of the Regional Council; assisted the Regional Council in continuing accomplishments through a steadfast commitment to efficient and effective support operations; identified, initiated, and institutionalized best practices, which can be identified from other government or private industry providers of similar service or functions, throughout the Regional Council; identified potential savings from implementing best practices; identified costs to identify and implement recommendations; and developed an implementation plan to realize quickly the maximum benefits.

In the end, Evergreen developed findings, commendations, and recommendations for containing costs and improving management strategies that will lead to better and more efficient expenditures of funds.

Florida Court Clerks and Comptrollers: Compensation and Classification Study

The Florida Court Clerks and Comptrollers selected Evergreen to assist with a comprehensive compensation and classification study. Evergreen conducted orientations, collected job analysis data, assessed the labor market, and made recommendations to enhance the current classification and compensation structure within the organization

Berkley-Charleston-Dorchester Council of Governments, SC: Compensation and Classification Study

Evergreen Solutions was retained by the Berkley-Charleston-Dorchester Council of Governments (BCDCOG) to conduct a comprehensive compensation and classification study of all support staff classifications. The study included employee focus groups, orientation meetings job evaluation, salary and benefits market analysis, and recommendations. The study assessed both internal and external equity related to these issues and how they impact relatively small organizations such as this.

Tampa Bay Water Authority, FL: Compensation Trends and Benefits Survey

Evergreen Solutions was retained by the Tampa Bay Water Authority to conduct a survey of identified peer organizations designed to gather trends in compensation practices and policies. The survey primarily focuses on changes related to compensation over the past three year period.  In addition, Evergreen Solutions conducted a survey of peer organizations’ benefits packages to determine the Authority’s overall standing in the market.

D.C. Water and Sewer Authority: Development and Monitoring of an Affirmative Action Plan

Evergreen Solutions was retained by the D.C. Water and Sewer Authority to develop a comprehensive Affirmative Action Plan for all employees. The process included conducting focus groups as well as data analysis to determine the level of equity present in the District’s processes, including hiring, promoting, and terminating employees. The Affirmative Action Plan identified areas for improvement as well as recommendations for meeting future needs. Upon completion of the Affirmative Action Plan, Evergreen provided training to executive leadership, senior management, and human capital management staff.

Cape Fear Public Utility Authority, NC: Compensation and Classification Study and Benefits Survey

Evergreen Solutions was retained by Cape Fear Public Utility Authority (CFPUA) to perform a review of the Authority’s existing classification plan, perform a salary survey, prepare one or more pay plan option schedules, and conduct a benefits survey. Specifically, Evergreen will review the Authority’s existing classification and compensation plan for appropriateness, internal equity, and external competitiveness. A number of specific tasks will be completed by Evergreen’s team which ultimately led to recommendations as to how the Cape Fear Public Utility Authority can better deliver an equitable and competitive classification and total compensation plan.

Evergreen first conducted a series of on-site meetings with key CFPUA employees to collect necessary background data and information, gathered requirements for the CFPUA compensation plan, and most importantly discussed with employee’s representatives perspectives, concerns, and suggestions on development of the classification and compensation plan. Next, Evergreen conducted two separate processes to measure internal equity amongst CFPUA classifications and gauge each CFPUA classification’s compensation competiveness against the regional labor market. This process assisted with development of a research based compensation and classification plan as well as up-to-date job descriptions for all CFPUA classifications. Included in the total compensation study is a detailed benefits survey and analysis centered on determining comparative outcomes between CFPUA benefits offerings and those of the surrounding labor market.

Evergreen recommended one or more classification plans to the Cape Fear Public Utility Authority and possible adjustments to CFPUA’s total compensation offerings which worked within any constraints on the Authority’s current resources. Sustainability efforts were implemented by Evergreen in the form of a detailed procedure manual and training for CFPUA Human Resources employees enabling them to maintain the recommended classification and compensation plan well into the future.